Resume Screening and Interview Question Generator

Problem

When an HR trainee receives a JD and multiple resumes, the bottleneck is usually not understanding the experience, but deciding which resumes deserve an interview, which claimed abilities need verification, and which judgments are only textual inference. The skill turns hiring materials into structured analysis that can be aligned with hiring stakeholders, first matching candidates and then shaping interview follow-up.

How It Works

• Input check: requires a JD/hiring profile and candidate resumes; if the JD lacks Must Have / Nice to Have layering, it prompts clarification of hiring standards first.
• Match scoring: evaluates each resume against the JD, assigns a 1–5 star interview recommendation, and separates facts, items to verify, and inferences so resume wording is not treated as proof.
• Interview questions: for shortlisted candidates, generates STAR-based questions from what to how, why, and next time, each tied to a JD requirement wherever possible.
• Comparison: for three or more resumes, adds cross-candidate comparison dimensions to help prioritize instead of focusing only on one profile.

Boundary

It fits scenarios where the role is already clarified and a screening report or interview outline is needed. It is a resume-text first pass, should not judge photos, age, gender, or family status, and does not replace interview evidence.